TAKE A LOOK AT SOME OF OUR ARTICLES
Sexual harassment can damage your business’s reputation, harm your employees’ well-being and lead to expensive litigation. How can you stop it? The Equality and Human Rights Commission has published a helpful checklist and action plan. It was developed for the hospitality industry, but you can adapt it for your workplace. What does it say? Here…
Data from the Office of National Statistics show that in May nearly a quarter of workers are hybrid working (24%), a rise of 11% from February 2022. 78% said that working from home either exclusively or in a hybrid way had improved their work-life balance. Over half said that they were less distracted (53%) and…
In Baker v House of Commons Commission, an employment tribunal held that the employer had breached its duty to make reasonable adjustments when it failed to prevent the use of a disabled employee’s modified workstation as a hot desk during her one-day absence. What happened? Ms Baker’s musculoskeletal symptoms made her disabled. Following an occupational…
[ READ MORE ] from Stopping hotdesking for a short time is a reasonable adjustment
1 Allow more time at home Your policy may require full-time employees to spend, say, two days a week in the office. Be flexible. That may not work for everyone. Disabilities may make commuting difficult for some, they may need to be close to their home bathroom or they have specialist equipment at home. Consider…
[ READ MORE ] from Five potential reasonable adjustments for hybrid workers
In April 2022, the law firm, Irwin Mitchell, decided to pay most of its staff a one-off bonus of £900 to assist them with the cost of living crisis. If you’re considering paying a bonus, this is what you should consider Reason What, when and why. Explain why you are paying the bonus. Is it…
[ READ MORE ] from A one-off bonus to help with the cost of living
The Information Commissioner’s Office has issued new guidance in light of the relaxation of government measures reminding organisations to review their approach to collecting any information to ensure that ‘it is still reasonable, fair and proportionate to the current circumstances, taking the latest government guidance into account’. You should securely dispose of any additional information…
The Government’s Living with Covid Strategy has significantly deregulated Covid-19 measures in the workplace, but employees can still bring claims connected with its risks. How can you protect your business? 1 Stay away! Be clear that employees should not attend work for at least five days if they have tested positive for Covid-19. Government public…
[ READ MORE ] from Ten practical steps to reduce work-related Covid-19 claims
No. Even if you do not follow your full formal grievance procedure, you should do something. In Base Childrenswear Ltd v Otshudi, the Employment Appeal Tribunal (EAT) upheld a decision to award a 25% compensation uplift to reflect the employer’s unreasonable failure to comply with the code when a grievance was submitted after dismissal. So,…
[ READ MORE ] from Should you ignore a grievance from a former employee?
Yes, in certain circumstances. In Harding V Oldham College an employee who was sacked after her employer searched her bag and found illegal drugs inside has lost her claim for unfair dismissal. What happened? Zero tolerance Oldham College (O) operates a zero tolerance policy in respect of illegal drugs on its premises. Amy Harding (H)…
You have discovered that an employee who’s been off sick is working elsewhere for another employer. Does this give you automatic grounds for disciplinary action on the basis that their sickness absence is fraudulent? Check Approach with caution. Always check your sources. Consider whether the person reporting the moonlighting has a malicious motive or they…
[ READ MORE ] from Working elsewhere during sickness absence
On 4th April 2022, the Equality and Human Rights Commission published guidance for service providers operating a separate or single-sex service and their approach to trans people’s use of the service. This includes guidance on the Equality Act 2010 gender reassignment provisions, which allow such service providers to exclude, modify or limit access to trans…
[ READ MORE ] from A guide on the Equality Act sex and gender reassignment provisions
1 Publish your gender pay gap report Organisations have 12 months to publish their gender pay gap figures from the relevant snapshot date. The reporting deadline is 30th March 2022 for public-sector employers and 4th April 2022 for private-sector and voluntary-sector employers. Organisations must publish reports on their website and the gender pay gap reporting…
[ READ MORE ] from April 2022 employment law changes: ten tasks for HR
